DHR Global’s Post

RSi has been awarded five 2024 Top Workplaces honors! This year, RSi received its second consecutive Top Workplace regional award. Additionally, the Company earned National recognition for Top Workplace Culture Excellence in four categories: Leadership; Innovation; Purpose & Values; and Work/Life Flexibility. “I’ve said this many times, but it bears repeating… Leaders drive culture. Culture drives consistent, repeatable desired behavior. Behavior drives results. Without a culture that engenders organizational resilience and elevated standards of behavior, results won’t materialize,” said newly Forbes-published author and RSi’s Chief Executive Officer, Brent Rollins, who was recognized for the Leadership award. Many thanks to RSi employees for their anonymous votes of confidence! CC: Top Workplaces, INVICTA HEALTH SOLUTIONS #topworkplace #topemployer #peoplefirst #healthcare #revenuecyclemanagement #alwayslearning #yourgoals #ourpeople #innovation #leadership #purpose #corevalues #worklife

🎬 London, it's a wrap! We extend our gratitude to the distinguished leaders who joined our Global HR Executive team at the London HR Leaders Exchange Dinner. 👏 We'd like to express special appreciation to Richard Windmill , our seasoned VP Global Reward for his expert facilitation that guided our discussions in enlightening directions. Richard, thank you for sharing your expertise and enhancing these conversations. 💡 The topics we explored were timely and crucial. We delved into "IGNITING THE RECOGNITION REVOLUTION WITHIN YOUR WORKFORCE," uncovering the power of appreciation in driving engagement, productivity, and success in today's dynamic business landscape. ✔️We unveiled the positive impact of meaningful recognition on engagement, retention, and talent attraction. ✔️We emphasised cultivating a recognition culture to deliver real ROI through increased productivity and retention. ✔️ We discussed leveraging frequent feedback and recognition to build psychological safety, combat burnout, and enhance organisational trust during change. ✔️ We highlighted the importance of a human-centric approach, creating moments of celebration and recognition to foster a culture of confidence, care, and connection. 🖤We were delighted to have Workhuman as our strategic partner. Warm thanks to Mary Elizabeth Cross, James McNeil and Alex Reynolds for enriching our perspectives and adding depth to our understanding. Your support enables HR Leaders to connect, share, listen, learn, and grow! 🌱 As we move forward, let's remember that our organizations are powered by people. Their emotions, sense of purpose, and alignment with our values are the true drivers of our success. Let's carry these insights into our workplaces and nurture environments that are human-centered, resilient, and high-performing! #LondonHRLeaders #HRLeaders #HRUK #EmployeeRecognition #WorkforceResilience #CulturalTransformation #HumanCentricLeadership

What makes somewhere a great place to work? 👇 In this article by Great Place To Work UK Leaders of some of the country's top-rated workplaces describe the conditions that they created that led their workforces to vote them the best of the best. https://lnkd.in/etrsBEiF #leadership #greatplacetowork #workculture

The Top Workplaces 2023 awards highlight organizations that create supportive environments for their employees. The survey results showed that ConnectWise employees believe the organization fosters open-mindedness, informed leadership, and transparency with employees. In addition, 87% of employees believe that ConnectWise is led by strong values. #WISE

#peakperformance #recognition #networking #learningtogether #culture Some Reflections and Soundbites from a great HR leadership learning and networking breakfast in Munich last week. The topic at the table was 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧. The high level of energy, expertise and experience in the room was palpable! * We need to recognize not just the 𝐰𝐡𝐚𝐭 (outcomes) but the 𝐡𝐨𝐰 (behaviours). * What gets measured gets done. 𝐖𝐡𝐚𝐭 𝐠𝐞𝐭𝐬 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞𝐝 𝐠𝐞𝐭𝐬 𝐫𝐞𝐩𝐞𝐚𝐭𝐞𝐝. * Culture is a hard thing to quantify at the best times. 𝐘𝐨𝐮𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐰𝐢𝐥𝐥 𝐫𝐞𝐟𝐥𝐞𝐜𝐭 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥𝐥𝐲 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞. What you celebrate is what will get into the DNA of your organization over time. * 𝐀𝐥𝐥 𝐩𝐞𝐨𝐩𝐥𝐞 𝐡𝐚𝐯𝐞 𝐚𝐧 𝐢𝐧𝐧𝐚𝐭𝐞 𝐚𝐩𝐩𝐞𝐭𝐢𝐭𝐞 𝐭𝐨 𝐛𝐞 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞𝐝. The question that needs to be asked is “𝐇𝐨𝐰?”. * 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐧𝐞𝐞𝐝𝐬 𝐭𝐨 𝐛𝐞 𝐭𝐚𝐢𝐥𝐨𝐫𝐞𝐝 𝐭𝐨 𝐭𝐡𝐞 𝐜𝐮𝐥𝐭𝐮𝐫𝐞, 𝐜𝐨𝐧𝐭𝐞𝐱𝐭 𝐚𝐧𝐝 𝐮𝐥𝐭𝐢𝐦𝐚𝐭𝐞𝐥𝐲 𝐭𝐨 𝐚𝐧 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥’𝐬 𝐩𝐫𝐞𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬 𝐚𝐧𝐝 𝐧𝐞𝐞𝐝𝐬. There is no “one hat fits all” approach. * Recognition is intensely HUMAN. One of the most important outcomes is that it 𝐜𝐨𝐧𝐟𝐢𝐫𝐦𝐬 𝐭𝐨 𝐭𝐡𝐞 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥 𝐭𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 – 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐥𝐲 – 𝐦𝐚𝐭𝐭𝐞𝐫. * Purpose is collective.  Meaning is Individual. Recognition is the 𝐁𝐫𝐢𝐝𝐠𝐞 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐚𝐧𝐝 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 𝐚𝐧𝐝 𝐌𝐞𝐚𝐧𝐢𝐧𝐠. * 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐢𝐬 𝐅𝐮𝐥𝐟𝐢𝐥𝐥𝐢𝐧𝐠, 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜 𝐚𝐧𝐝 𝐌𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥. Where people are recognized, they are far more likely to 𝐭𝐡𝐫𝐢𝐯𝐞. ·     Recognition is key in creating a Culture of Connection, Appreciation and Growth. Huge thanks to Kim MacAvoy, Lauren Day and Sheeba Abraham from Global HR Executive for putting the event on. Thanks to Joseph Moscardini and Lynette Silva Heelan from Workhuman for sponsoring the event and for providing great insights. It was great to meet familiar faces, Robert Frank and Thomas Thiemann again, and to meet Zsofia Pajor, Ninon Latzitis, Ozlem Yavuz, Marc de SAVIGNY, Antje Sickenberger, Ishita Sengupta Mondal, Isabelle Welter, Sushmita Mishra Sahoo, Zoe Matziris, David Shontz, Sonja Catrin Fabian, Irem Demirtunc, Marianne Kiener, Karin S. and Moritz Holzmann for the first time. I very much hope that this group of senior HR leaders will continue to spar and share going forward... we grow and go further when we make time and space to learn with from each other.

We are excited to announce that Kimberly Moore-Wright, Chief Teammate (People) Officer and Head of Enterprise Diversity at Truist, will be joining an insightful panel discussion on "Developing Impactful and Effective Managers" at the upcoming Future of Work USA conference on June 3-4, 2024, at the New York Marriott Downtown in New York City, USA!   In this engaging session, Kimberly and fellow industry leaders will explore managers' evolving roles and expectations in today's dynamic workplace. Key topics include:   🗣️ What do organizations expect from their managers and leaders, and how have their responsibilities changed?   🧠 How employers are equipping their managers to lead effectively and engage teams, regardless of location.   🤝 The essential capabilities and skills managers need to connect with and inspire employees.   🌟 Developing management styles that foster an environment of trust, open communication, and appreciation.   Join us in NYC to gain valuable insights into cultivating exceptional leadership and empowering your managers to drive employee engagement, performance, and organizational success. Stay tuned as we continue to announce panellists for this must-attend Future of Work event!   To see the full conference line-up and agenda, click here: https://lnkd.in/e5xdQ4Z5.   You can get a 10% discount with the code USA10 as an early bird offer. Secure your spot now!   Get your tickets here: https://lnkd.in/ewKstgqM.   #FutureOfWorkUSA #FOWUSA #LeadershipDevelopment #ManagerialEffectiveness #EmployeeEngagement

Favoritism in the workplace can have a negative impact on employee morale, productivity, and turnover. Leaders can address favoritism by practicing self-awareness and transparency, creating equal opportunities, giving merit-based recognition, encouraging an open-door policy, providing a rotation of opportunities, offering leadership training, and leading by example.

Favoritism in the workplace can have a negative impact on employee morale, productivity, and turnover. Leaders can address favoritism by practicing self-awareness and transparency, creating equal opportunities, giving merit-based recognition, encouraging an open-door policy, providing a rotation of opportunities, offering leadership training, and leading by example.

Favoritism in the workplace can have a negative impact on employee morale, productivity, and turnover. Leaders can address favoritism by practicing self-awareness and transparency, creating equal opportunities, giving merit-based recognition, encouraging an open-door policy, providing a rotation of opportunities, offering leadership training, and leading by example.

The Paradox of “Best Places to Work”: A Call for Authentic Leadership and Culture In our pursuit of excellence, companies often showcase themselves as ideal workplaces. However, it’s crucial to reflect on whether these portrayals are aligned with the reality experienced by our staff. It’s not uncommon to hear about organizations that publicize being the “best place to work,” yet their policies do not support this claim—offering minimal sick days (sometimes as few as three per year) or promoting a mission that is more profit-driven than people-centric. As leaders, we must ask ourselves: Are we creating a facade, or are we genuinely committed to our teams’ well-being? A great culture is not just about the external accolades but the genuine practices that prioritize our employees’ health and happiness. Leadership means setting a standard of authenticity and integrity. Creating a toxic environment under the guise of lofty mission statements is a disservice to our teams and to the very essence of leadership. Such conditions are not just detrimental—they echo the exploitative practices of a bygone era. We must strive for a workplace where people feel genuinely supported and valued, not just utilized for profit. Let’s commit to true leadership by ensuring our actions and policies are congruent with the values we preach. Only then can we truly transform our workplaces into environments where innovation, respect, and well-being are at the forefront. #Leadership #WorkCulture #BusinessEthics #Toxicity #EmployeeWellbeing #EmployeeHealth